The construction industry in Australia is crucial to the nation’s economic growth, contributing significantly to employment and GDP through activities ranging from residential and commercial building to infrastructure development. However, it remains one of the most gender-segregated sectors, with women comprising just over 17% of the workforce. Most women in the industry are concentrated in administrative, design, or managerial roles, with very few in on-site positions, highlighting a persistent gender gap.
Support networks are essential in male-dominated industries, providing critical professional and sometimes financial assistance to women facing unique challenges. These networks foster an environment where women can share experiences, receive encouragement, and gain practical advice, enhancing their resilience and empowerment. In fields like construction, where women are often underrepresented and isolated, support networks help them navigate their careers and overcome obstacles. Mentoring programs, a vital aspect of these networks, offer both structured and informal guidance from experienced professionals.
Angela Hucker, CEO + Founder of EPIC, notes, “Mentorship isn’t just guidance—it’s a lifeline. For women in construction, having someone to turn to can make all the difference between just getting by and truly excelling.”
Mental health challenges in the Australian construction industry
Mental health challenges are a significant concern in the Australian construction industry, affecting a large segment of the workforce due to the demanding nature of the job. Long hours, physical labor, and high-pressure environments contribute to stress, anxiety, and depression. The industry’s culture often prioritizes toughness and resilience, which can discourage individuals from seeking help. This reluctance leads to unaddressed mental health issues that negatively impact well-being and productivity. Employee stress is frequently associated with tight deadlines, financial pressures, and the need to meet safety standards, resulting in chronic stress that impairs concentration and increases the risk of accidents.
For women in construction, mental health challenges are often further complicated by gender-related pressures, including bias and the struggle to balance work and family responsibilities. The lack of adequate support networks exacerbates these issues, leaving workers without access to mentors or mental health resources vulnerable to isolation and burnout. Mentoring provides crucial emotional support and guidance, helping individuals manage stress and navigate mental health challenges. By offering tailored advice and support, mentoring fosters a more inclusive and supportive workplace culture.
Key benefits of mentoring programs for women in construction
Mentoring programs can provide significant benefits for women in the construction industry, playing a vital role in their professional development and career advancement. By pairing less experienced individuals with seasoned professionals, these programs offer valuable guidance, support, and industry-specific knowledge. This mentorship helps women navigate the challenges of a male-dominated field, fostering the skills and confidence necessary to excel and pursue leadership roles.
These benefits can include:
- Professional development: Personalized advice and insights from experienced mentors. Enhanced technical skills through guidance on industry-specific challenges. Improved project management capabilities and understanding of construction processes and regulations. Access to best practices and constructive feedback.
- Career advancement: Assistance in navigating barriers such as gender bias and limited promotion opportunities. Career planning advice and identification of advancement opportunities. Strategies for overcoming obstacles and preparing for leadership roles. Increased job satisfaction and higher retention rates through career support.
- Confidence building: Encouragement and affirmation of abilities from mentors. Support in recognizing and celebrating achievements. Increased willingness to take on challenging projects and voice opinions. Enhanced ability to assert oneself and advocate for needs in the workplace.
- Leadership skills development: Cultivation of key leadership qualities such as decision-making, communication, and team management. Opportunities to lead projects, manage teams, and participate in leadership training. Practical experience in leadership roles to prepare for senior positions.
- Networking and industry visibility: Expansion of professional networks through introductions to key industry contacts. Access to industry events and recommendations for projects or positions. Increased visibility within the industry, leading to more career-enhancing opportunities and promotions.
This support not only aids in professional growth but also expands networks, increasing visibility and access to career-enhancing opportunities within the industry.
Leon Ward, Regional Lead for PlanRadar Australia + New Zealand, adds, “Mentoring programs for Australian women in construction offer more than just personal growth; they help create a more inclusive workplace culture. These programs provide networking and collaboration opportunities, enabling women to form lasting connections that can lead to new jobs and career advancements.”
Tips for promoting psychological safety through mentoring
Psychological safety is essential in the workplace, as it fosters an environment where individuals feel comfortable expressing themselves without fear of negative consequences. This sense of security is particularly important for women in the construction industry, where they often encounter challenges like gender bias and isolation.
For construction companies looking to actively work on psychological safety, operational teams can:
1. Promote open communication:
- Encourage mentees to share their thoughts, concerns, and experiences openly.
- Model transparency by being approachable and receptive to feedback.
- Regularly check in with mentees to discuss their progress and any emerging issues.
2. Build trust and empathy:
- Develop a trusting relationship by actively listening without judgment.
- Show empathy and understanding towards the mentee’s challenges and achievements.
- Validate mentees’ feelings and experiences, reinforcing their sense of safety.
3. Provide constructive feedback:
- Offer feedback that is supportive and focused on growth rather than criticism.
- Frame feedback in a constructive manner, highlighting strengths and areas for improvement.
- Encourage mentees to view feedback as a tool for development rather than a personal critique.
4. Advocate for mentees:
- Support mentees by endorsing their ideas and achievements in broader workplace settings.
- Assist in navigating workplace dynamics and addressing issues related to gender bias.
- Help mentees find and seize opportunities for career advancement and professional development.
5. Foster a supportive environment:
- Create a safe space where mentees feel comfortable discussing sensitive topics, including work-related stress and personal challenges.
- Encourage participation in peer networks and industry groups to broaden support.
- Promote a culture of inclusivity within the mentoring relationship and the broader workplace.
6. Encourage professional growth:
- Provide guidance on setting and achieving career goals, including leadership aspirations.
- Recommend training and educational opportunities to build relevant skills.
- Offer insights into industry trends and best practices to keep mentees informed and competitive.
7. Maintain regular engagement:
- Schedule regular meetings to maintain connection and support.
- Follow up on action items and goals set during mentoring sessions.
- Adjust the mentoring approach based on evolving needs and feedback.
8. Promote inclusivity:
- Ensure that mentoring programs are accessible to women at all levels and roles within the organization.
- Encourage diverse perspectives and experiences within the mentoring relationship.
- Support initiatives that enhance the representation of women in leadership and decision-making roles.
9. Provide training and resources for mentors:
- Offer training on active listening, empathetic communication, and handling sensitive issues.
- Equip mentors with resources to address mental health and workplace discrimination.
- Support mentors with ongoing development to effectively foster psychological safety.
How can women in the industry begin building effective support networks?
Building effective support networks is essential for women in the construction industry, where gender disparities and a male-dominated environment can impede career advancement and job satisfaction. These networks provide valuable resources, including mentorship, emotional support, and professional opportunities. Women can begin by seeking mentoring relationships that offer personal guidance and career development, making it important to establish clear goals with mentors to ensure a productive partnership.
Additionally, participating in industry events and joining professional organizations dedicated to women in construction, like EPIC Group, AWIC, or the National Association of Women in Construction (NAWIC), can further expand one’s network and provide access to resources and collective experience.
Organizations play a crucial role in facilitating support networks by promoting mentorship programs, networking events, and diversity initiatives. They can encourage networking by hosting internal groups and fostering an inclusive culture with women in leadership roles. Once established, it is vital to maintain and expand the network through regular communication and engagement. By leveraging these networks, women can better navigate construction career challenges and achieve long-term growth.
Angela Hucker comments, “Isolation on a job site can be just as challenging as any physical hazard. That’s why mentorship and support networks are essential. For women in construction, the best form of protection is a solid support system. Mentorship and community create the emotional safety network needed to navigate a demanding male-dominated industry.”
Upcoming opportunities for mentorship: EPIC Inner Circle
The EPIC Inner Circle is an exclusive and transformative, 12-month coaching and mentoring membership designed to empower individuals to reclaim control of their lives and careers. Led by industry expert Angela Hucker, who has 30 years construction industry experience, this exclusive program offers unparalleled growth, support, and networking opportunities. Members benefit from bi-weekly group coaching, accountability sessions, and weekly momentum messages, all focused on helping participants thrive in male-dominated industries. With quarterly challenges, networking events, and ongoing community access, The EPIC Inner Circle is a powerful resource for those seeking to elevate their success and unlock their full potential.
For more information, email [email protected].
About PlanRadar
PlanRadar is a leading platform for digital documentation, communication and reporting in construction, facility management and real estate projects. It enables customers to work more efficiently, enhance quality and achieve full project transparency. By improving collaboration and providing access to real-time data, PlanRadar’s easy-to-use platform adds value to every person involved in a building’s lifecycle, with flexible capabilities for all company sizes and processes.
PlanRadar’s Australian chapter is currently partnered with the Australian Institute of Building, AWIC, EPIC Group, Fire Protection Association Australia and was recently announced as a Best Stand Winner at the 2024 Fire Australia Expo, and an Established Suppliers Winner at the 2023 Australian National PropTech Awards in the category “Design, Build & Develop”. They also work closely with the Housing Industry Association (HIA) Australia, Future Place and Digital Built Environment.
Today, PlanRadar serves more than 150,000 users across 75+ countries.
About Angela Hucker (CEO and Founder, EPIC Group)
Angela is the CEO and Founder of EPIC, a TEDx speaker, internationally certified coach, mentor, ambassador, educator, and advocate for women in construction. She has over 25 years in the construction industry that started in her family’s commercial landscaping business. Breaking barriers early, she became one of the first women in Queensland skilled in locksmithing.
Angela’s expertise is broad, encompassing oil and gas, mega-projects, civil engineering, maritime and renewables. She has contributed to international projects in the Middle East, Asia, and Australia, with one of her projects featured on US TV show “Mega-Structures.”
Her firsthand experiences as a FIFO (Fly-In Fly-Out) worker spurred her to tackle the unique challenges women face in construction, ultimately leading to the creation of EPIC.
Angela’s commitment extends to her active roles in multiple committees with NAWIC, which focusses on diversity, inclusion, and advocacy. Her commitment to community service is evident through her volunteer work with organisations such as White Ribbon Australia, Beacon Foundation, Women Building Australia, and Be Hers.
Angela is passionately committed to making the construction industry a more welcoming place for women and driving it towards a sustainable future. Her leadership, vision, and dedication are paving the way for future generations of women in construction.
